SEX BIAS IN JOB EVALUATION PROCEDURES

Issues pertaining to possible sex bias in job evaluation procedures are outlined and relevant research pertaining to these issues reviewed. Attention is given to possible sex bias in job analysis procedures, choice and weighting of factors, reliability and validity issues, and other concerns. Future research needs are discussed, with particular attention being paid to the reliability and validity aspects of job evaluation instruments.     

EVEN MORE IDEAS ABOUT METHODOLOGIES FOR DETERMINING JOB DIFFERENCES AND SIMILARITIES

McIntyre and Farr (1979), Hanser, Mendel, and Wolins (1979), and Lissitz, Mendoza, Huberty, and Markos (1979) comment on the repeated measures Analysis of Variance design suggested by Arvey and Mossholder (1977) to detect job differences and similarities. These authors propose alternative procedures to determine job differences. We, in turn, point out here that the problems specified by these critics may not be as severe as they indicate, and that some problems are even nonexistent. Moreover, the alternative solutions they suggest also have their own limitations. Finally, we propose an additional procedure–a multivariate approach to repeated measures data–which might be useful in the context of detecting job differences. It appears as if there are assumptions and limitations to both the univariate and multivariate approaches to the problem; these assumptions and limitations are delineated more precisely in the present paper.     

THE VALIDATION OF A MINICOURSE FOR TELEPHONE COMPANY SWITCHING TECHNICIANS1

The introduction of electronic switching equipment has changed the nature of the telephone company switching job. A lengthy and complex training program must be completed before an employee can perform the electronic switching job. Because of the high cost of this training a more elaborate, second-stage selection procedure was developed. The ESS Minicourse was designed to be a self-paced content valid sample of ESS training which would be suitable for use with job candidates without any previous telephone company experience. A criterion-related validity study was undertaken to provide further evidence of validity as well as data helpful in setting a cutting score. Results showed that a combination of time to complete the Minicourse and performance on the objective tests was predictive of time to complete self-paced training in electronic switching. Cross- validated estimates of validity were used to develop estimates of u'tility given different selection ratios.     

Roles of the Drug Abuse Counselor in a Correctional Facility

This article focuses on the variety of roles that counselors working with drug offenders are expected to undertake. The authority, counseling, and intercessor roles are discussed, as well as the unwritten roles that are assumed by drug abuse counselors. Potential role conflicts and their effects, both on drug abuse counselors and on their clients, are addressed.     

Relabeling and Reframing Reconsidered: The Beneficial Effects of a Pathological Label

Traditional labeling theory usually contends that pathological labels contribute to pathology and benign labels help alleviate it. However, it is likely that the role of pathological labels as the cause of pathology has been overstated and over-generalized. Family therapists have probably overused the practice of substituting a benign label for a pathological label—relabeling. In fact, there are many families in which a pathological label applied to one family member may have beneficial impact on the family system, including that member. Five such cases are presented, and labeling theory is reviewed. Definitions of the terms reframing and relabeling are suggested, and the differing implications of diagnosis and labeling theory are discussed.     

The Results of Family Therapy Revisited: The Nonbehavioral Methods

Studies from 1971 to 1976 reporting on the outcome of the nonbehavioral family therapies are analyzed and critically reviewed. Such research has increased in both quality and quantity since 1970 and, broadly speaking, has legitimized the status of family therapy as a viable mode of helping. Particularly potent effects were noted for family therapy as an alternative to psychiatric hospitalization, with psychosomatic problems in children and adolescents, and in certain applications with parent-child and parent-adolescent relationships. However, a number of studies comparing family therapy with no formal treatment or an alternative treatment found little difference in outcome. Problems in family therapy outcome research are discussed and some future directions suggested.     

Personality Type Differentiation of Employed Versus Unemployed Clients

The 16 Personality Factors (16 PF) Test was used to determine if personality variables were significantly different for employed and unemployed clients. The results of the study indicate that demographic data failed to demonstrate any significant difference but that four factors on the 16 PF were found to be significant. Results should be of great interest to all professionals concerned with evaluation, adjustment, and/or placement of rehabilitation clients.     

A Severe Employment Handicap: A Criminal Record

Having a criminal record can be viewed as a severe handicap that affects employment. Bonding and licensing regulations, employer attitudes, and psychological maladjustment of the ex-offender are aspects of his or her employment problems. The understanding and active involvement of the rehabilitation counselor and the community can help overcome employment barriers and help the ex-offender become an effective and contributing citizen.     

WHY DO ASSESSMENT CENTERS WORK? THE PUZZLE OF ASSESSMENT CENTER VALIDITY

The finding that assessment centers are successful in making valid predictions of managerial success is well established in the literature. Unfortunately, it is not clearly understood why assessment centers work. For example, construct validity of assessment center dimensions is rarely obtained. In this paper we affirm the evidence for predictive validity of assessment centers and conclude that assessment centers can work for a variety of purposes and in numerous contexts. But we also assert that we do not know why they work. The bulk of the paper goes on to raise possible explanations for the predictive validity observed in assessment centers and raises implications for practice and guidance of future research.